Board Support

Today's report and its accompanying reform plan completely dispelled their concerns.

There would be no great purge, no one-size-fits-all slash.

Using gentle transfer training in place of brutal forced ranking preserved Sega's corporate image of valuing ties and loyalty, while also genuinely improving the efficiency of its organizational operations.

"How will the budget for these subsidies be handled?" asked the director in charge of finance.

"It will come out of the 'meaningless time-wasting costs' we save," Nakayama Takuya had long since done the math. "According to the manpower efficiency model provided by McKinsey, after this round of personnel optimization is completed, Sega's annual internal operating costs can fall by eight percent. That money is enough to cover all subsidy payments and training expenses. There will even be a surplus."

The accounts had been calculated with perfect clarity.

Director Suzuki closed the report and leaned back in his chair. "I approve of this plan. In the past, I always felt that auditing the accounts would damage harmony, but now it seems that if we don't squeeze out the pus-filled sore, the company won't go far. Takuya's approach is steady."

Director Yoshikawa also voiced his stance: "Public Relations Department is willing to be the first pilot. Those old fellows who handwrite press releases every day really ought to learn how to use computers. Isn't there already talk of internet public opinion now? They can't fall behind either."

With these two veterans taking the lead in support, the other directors also chimed in one after another.

Nakayama Hayao, seated in the main position, had not spoken the entire time, only listening quietly.

Watching his son control the situation at the conference table with ease, dissolving an HR reform that originally would have sparked fierce backlash into nothing, the old man felt very reassured.